APPENDIX B: SELF-DIRECTION SELF-HIRED EMPLOYEES

For people who receive Self-Directed Services, supports are provided to the person by staff under a co-employment model. In a co-employment model, the person can choose to hire staff, set staff compensation within the allowable parameters, train staff, monitor and provide feedback to staff, and end staff services if they are not consistent with the person's expectations. Co-employed staff under Self-Direction are also referred to as self-hired staff.

I. EMPLOYMENT STATUS

Self-hired staff wishing to pick up additional hours, looking for new participants to work with, or who are no longer connected to a participant, must request to be placed on the Self Direction Pool List. Please reach out to an SD Staff Support Coordinator for information on the Pool List. It is up to the discretion of each Self-Direction Participant as to whether they choose to work with a particular staff.

II. ATTENDANCE AND PUNCTUALITY POLICY

The dependable attendance of self-hired employees is a crucial factor in providing consistent high-quality supports and services. Because of our unique responsibility for the well-being of the people we support, it is essential that our employees report to work as scheduled. When employees fail to take this responsibility seriously time-consuming arrangements and costly replacements are necessary to maintain appropriate levels of care. Reasonable, regular attendance is an essential function of every job.

The agency does, however, recognize that there are times when illnesses, accidents, or other unforeseen circumstances cause employees to be absent or tardy. Agency policy provides employees with time away from work for illness, holidays, personal days, jury service, funerals, family and medical leave, personal leave, and military leave. AIM's attendance policy is broad enough to accommodate those circumstances.

Attendance Standards:

Self-Direction Participants and their circles of support are expected to evaluate the attendance of their employees and must address attendance issues when necessary.

Definitions:

An excused absence is defined as an absence that is:

• Covered by policy and/or NYS Paid Sick Leave Law
• PTO requested by the employee with proper and timely notice to the person they support, AND
• Approved by the Self-Direction Participant and/or their circle of support in advance, except in the case of a qualifying Family Medical Leave or other job-protected leave where the need for leave is unforeseeable.

Examples of excused absences include properly scheduled and approved paid time off (PTO) scheduled in advance in accordance with the PTO Policy and New York State Paid Sick Leave. PTO can be used for a variety of reasons, including but not limited to an employee’s vacation time, personal business or appointments, religious holidays (not covered by the agency’s paid holidays), or other personal reasons. An employee will NOT be subject to discipline for an excused absence.

An unapproved absence is defined as an absence where the self-hired employee:

• Fails to call in to report their absence.
• Gives late notice (less than 24 hours) of their inability to report to work; In the case of an illness, you shall call in to report your absence at least eight (8) hours prior to the start of your scheduled shift and speak to the person you support or their designee.
• Fails to give the required advance notice for an absence which could have been anticipated; (e.g., paid time off for personal days, vacation days, or to attend scheduled medical appointments); or